Manage work performance
Work performance management involves ensuring the functionality of the work community, intervening with problems in the workplace, and making sure that the prerequisites for successful work are in place. It is important for you to be available to help and support the daily work processes. Everyday management requires presence, the ability to listen and the creation of an atmosphere that allows for open discourse. You can also support the work ability of personnel and prevent challenges of work disability through work performance management.
Tips for successful work performance management:
• Listen and talk with your personnel, explain and repeat important issues in different daily discussion settings.
• Listen and interpret the ‘tacit’ signals being expressed by the work community and personnel.
• Provide employee orientation, guide and support the employees’ work performance and development.
• Make sure that commonly agreed ground rules are being followed.
• Set and monitor targets.
• Give and receive feedback.
• Be present and available.
The results of Elo’s work community surveys indicate that every fourth respondent would like to be told more clearly what is expected of them at work. Unclear objectives for work weaken work productivity and, in the end, the company’s result. Performance management is key when it comes to the success of a company!
The results of Elo’s work community surveys indicate that every fourth respondent would like to be told more clearly what is expected of them at work. Unclear objectives for work weaken work productivity and, in the end, the company’s result. Performance management is key when it comes to the success of a company!
Employee orientation helps ensure successful work performance
The employer has an obligation to provide proper employee orientation for new employees. Orientation is also necessary when employees are returning from prolonged absences or their work tasks change. Proper orientation fosters a good work ability.
Read more about employee orientationFeedback as part of performance management
The purpose of feedback is to keep the work on track in accordance with the basic task and agreed objectives and to help the employees develop within their work. Positive feedback provides inspiration and motivation for the work and supports the employees’ self-confidence. Feedback promotes change and advances the learning process. Positive feedback also helps employees to cope during the more hectic periods of work, while constructive feedback provides an opportunity for development.
Advance your own knowledgeSuccessful change management helps maintain work ability
Changes, both good and bad, are a normal everyday occurrence in workplaces. There is always a reason behind every change, and their primary purpose is generally to develop and update the activities of the workplace. The realisation of changes calls for successful change management in which understanding is generated, support is given and communications are a priority. Creating proper conditions that facilitate the change process will prevent the emergence of work ability challenges.
Read more about change managementIn a situation in which the employee…
When the employee doesn’t know what is expected, clarify the work task and objectives.
Coaching questions for the employee:
• How is your work going?
• What are the primary objectives of your work?
• How well have you achieved the objectives for your work?
• Do you need help from me in terms of clarifying the objectives of your work?
• Would you like more or less support from me in terms of your work?
• Do you feel that you receive a sufficient amount of feedback regarding your work? If not, would you like more?
If the employee lacks the necessary skills, ensure a sufficient work induction and clarify the need for further training.
Coaching questions for the employee:
• How is your work going?
• Do you have work tasks that seem difficult?
• Do you need further induction or instructions? In what areas?
• How do you feel that you learn best?
• Who would be the best person to help you?
If the employee is not capable of carrying out the set work tasks, make alternate work arrangements and/or acquire equipment.
Coaching questions for the employee:
• How is your work going?
• How are the current work arrangements working for you?
• What might improve your work process?
• What do you feel should be done in this situation?
If your employee isn’t willing to do the work, address the matter and issue a warning, if necessary.
Coaching questions for the employee:
• How is your work going?
• How well have you achieved the objectives for your work?
• What is preventing you from succeeding in your work?
• What changes could you personally make?
• On a scale of 1-10, how satisfied are you with your work?
If your employee is taking on too much:
• Set limits for the work
• Share the responsibility more broadly
• Initiate the use of work pairs
• Share the competence of experts more extensively
• Offer work guidance
Coaching questions for the employee:
• What can I do, as your supervisor, to improve your work situation?
• Would you like help or coaching for any of your work tasks?
• What could we do to further develop the co-operative work of our team?
• On a scale of 1-5, how satisfied are you with your work?
• On a scale of 1-5, how stressed are you?
• On which work tasks do you spend your working hours?
• What are your most important work tasks?
• Which of your work tasks could you give up?
If your employee isn’t able:
• Work co-operatively with the occupational health service
• Assess the employee’s performance at work
• Organise occupational health negotiations
• Adapt the work
• Clarify the possibilities for rehabilitation
Coaching questions for the employee:
• How is your work going?
• How do you view your situation?
• What work tasks can you carry out well?
• What work tasks are difficult to carry out?
• What would help you to continue working?
Read more in the Take action section.